Rosewood Hotel Group Home Page

Set and develop strategies for the hotel aligned with organizational vision and future aspirations. Take a long-term and big-picture view of the business. Communicate compelling visions and translate that into plans and actions.

Formulate and implement all Talent and Culture and Talent Development strategies, plans and programmes to maintain a sustainable, productive and competent workforce, in order to support the hotel operational needs; this will include but not exclusively, recruitment and selection; compensation & benefits, talent development, associate relations and work safety programs.

KEY RESPONSIBILITIES

Financial

·        Demonstrate sound business acumen by keeping up to date with market trends and industry dynamics. Identify business opportunities for the organization. Demonstrate financial awareness by thinking in terms of profits, loss and added value. Deliver tangible business results.

·        Take initiative and ownership of making decisions and actions timely and independently. Take calculated risks and makes considered decisions based on information and intelligence across the organization.

·        Prepare annual budgets, with full back up, for designated areas and propose/justify to the Managing Director and Director of Finance. 

·        Monitor annual budget throughout the year, reporting reasons for all variances of actual versus budget and recommending and implementing appropriate actions.

Vision, Mission, Values and Brand

·        Drive the Company vision, mission and core values throughout the hotel.

·        Work with the Corporate team to develop training and communication materials, conduct master trainers program that will help to proliferate and ensure that the culture, values and brand image is embedded in the hotel.

·        Ensure that associates live the brand by facilitating hotel strategy and supporting implementation of all core programs.

·        Build strong Employer Branding in whatever we do.

·        Ensure brand integrity and clarity are always maintained.

Manpower Planning and Talent Acquisitions

·        Establish effective recruitment channels for hiring a top quality workforce in supporting the day-to-day operations.

·        Forecast hotel’s manpower requirements, plans and leads effective recruitment activities

·        Interview management level candidates; serve as interviewer for position finalists.
Review job descriptions and organisation chart at least on a half-yearly basis.

Compensation and Benefits

·        Collect relevant compensation and benefits data from key competitors to analyse practices and trends within the industry not less than once per year.  Make recommendations for implementation of/or adjustment to existing practices when appropriate.

·        Develop and recommend compensation policies and procedures, and practices for maintaining external competitiveness and internal equity through the organisation.

·        Lead the annual salary review to determine individual associate increases, which recognizes meritocracy.

·        Prepare and oversee the preparation of reports in terms of salary administration, history records, data comparison, bonus plan etc.

·        Maintain accuracy, confidentiality and security of all associate and hotel records.

Talent Development

·        Oversee and supervize the Talent Development function to ensure it supports the hotel operational needs. 

·        Conduct training programs when appropriate.

·        Work with Corporate to develop a learning culture in the hotel to support continuous improvement.

Associates Communications and Welfare

·        Design effective compensation and benefits communication process, system and packaging to increase accessibility, transparency and associates’ understanding of the various programmes and services.

·        Develop and recommend associate services programmes that will enhance the wellness of associates, promote teamwork, associate satisfaction, and open communication.

·        Develop and recommend associate recognition and incentive programmes to drive business performance.

·        Create communication standard including an internal newsletter, bulletins, associate announcements and associate video channels to communicate Talent & Culture policies, guidelines, programs and legal regulations.

·        Create an environment of positive associate relations, organize regular associate sports and social activities to promote team spirit and maintain high associate moral.  Set up committee that provides the potential associates an opportunity to be trained in leadership skills.

Performance Management and Grievance Handling

·        Through people leadership, provide others with a clear direction and set appropriate standards of behavior. Motivate and empower others by delegating work appropriately. Provide associates with development opportunities and support. Build capable and diverse teams.

·        Lead the performance appraisal process to ensure the evaluation methodology is interpreted and applied consistently.

·        Counsel and advise managers on associate relations’ issues such as policy interpretation, disciplinary action, performance management, conflict resolution and complaints.

·        Conduct investigations when associate complaints or concerns are brought forth.
Monitor and advises managers in the progressive discipline system of the Company.  Monitor the implementation of a performance improvement process with non-performing associates.

·        Review, guide, and approve management recommendations for employment terminations.

·        Ensure that the management team are educated and embraced the philosophy of creating an engaging work environment.

·        Represent the hotel in handling associate-related court cases.

Workforce Productivity

·        Analyse manpower statistics e.g. turnover and absenteeism statistics to identify trends and formulate rectification measures.

·        Maintain heart of the house that is reflective of the brand.

Quality Assurance

·        Monitor that all Rosewood Hotels & Resorts’ and property standards are communicated, implemented and executed.

·        Develop and implement strategies to achieve guest service goals.

·        Reviews overall Brand Talent & Culture ‘Operational Management Review’ results, formulate and execute improvement plans

Other

While this job description is intended to be an accurate reflection of the duties involved in this position, it is not to be regarded as exhaustive. The company reserves the right to add, remove or alter duties when business need dictates.

As the hotel’s level of business varies considerably, there is a need for flexibility in attitude, approach and working hours.

CRITICAL SKILLS & QUALIFICATIONS

·        Well-developed leadership competencies:

o   Initiative- ability to decide and initiate action.

o   Strategic thinking- ability to formulate strategies and methodically solve problems.

o   Business acumen- entrepreneurial mindset and commercial thinker.

o   People leadership- leads by example, promoting a clear sense of purpose to associates.

·        Excellent communication and presentation skills (written / verbal).

·        Effective relationship management and influencing skills (internal / external).

·        Bachelor’s degree or equivalent in Human Resources Management.

·        Display a thorough understanding of all markets in region of oversight including relevant labor laws.

·        Previous experience at a senior management level within Talent & Culture.